No doubt the urge to earn money is a great motivator. But the biggest motivator of them all is the Ideological motivation.
This ideology may be good or bad but it can propel people to do seemingly impossible things which money cannot.
Case in point is people driven to do insane (according to others) things
under political/religious/racial doctrines.
Regards ppv
This ideology may be good or bad but it can propel people to do seemingly impossible things which money cannot.
Case in point is people driven to do insane (according to others) things
under political/religious/racial doctrines.
Regards ppv
Hi All,
It is really a relevant concern .Thank you Archana for voicing it and Mikorish for a valuable insight.
The motivation theories do apply .Maslows in particular holds good for many contexts.But there is a corollary.
Each theory must also factor in the life cycle stage of the person, his career cycle and the fact that all of us have extrinsic and intrinsic motivations.
When a person is motivated purely by money he is allowing himself to be dominated by extrinsic motivators,and his need for self fulfillment will seemingly take a back seat.
Stop to see his situation in the cycle of life ,most likely he will be in the age group of 25-35 where his extrinsic responsibilities pull him.
If he is a STAR, given time he will figure out that money will cease to motivate him if he is denied the opportunity to develop his professional and personal competencies.
Read V S Mahesh's East west model of Motivation for deeper insight.
BE-U-To-Full,
Shreya
From India, Bangalore
It is really a relevant concern .Thank you Archana for voicing it and Mikorish for a valuable insight.
The motivation theories do apply .Maslows in particular holds good for many contexts.But there is a corollary.
Each theory must also factor in the life cycle stage of the person, his career cycle and the fact that all of us have extrinsic and intrinsic motivations.
When a person is motivated purely by money he is allowing himself to be dominated by extrinsic motivators,and his need for self fulfillment will seemingly take a back seat.
Stop to see his situation in the cycle of life ,most likely he will be in the age group of 25-35 where his extrinsic responsibilities pull him.
If he is a STAR, given time he will figure out that money will cease to motivate him if he is denied the opportunity to develop his professional and personal competencies.
Read V S Mahesh's East west model of Motivation for deeper insight.
BE-U-To-Full,
Shreya
From India, Bangalore
hello frnds,
Archanaji, i guess the manager that ur talking abut is young guy, i mean probably its his first job or fresh from the college. if he is so, he is right from his perspective as he has to carry out his own personal responsibalities for which he has to be financialy sound at the same time his family background will also come into picture.
according to theory itself things like job satisfaction,better prospects etc... , which i can relate to self-actualisation will come at later stages of life.
as of i know theories specialy pshycological, can't be taken as bibel or as mathemetical models where u can predict very well.
From India, Bangalore
Archanaji, i guess the manager that ur talking abut is young guy, i mean probably its his first job or fresh from the college. if he is so, he is right from his perspective as he has to carry out his own personal responsibalities for which he has to be financialy sound at the same time his family background will also come into picture.
according to theory itself things like job satisfaction,better prospects etc... , which i can relate to self-actualisation will come at later stages of life.
as of i know theories specialy pshycological, can't be taken as bibel or as mathemetical models where u can predict very well.
From India, Bangalore
Hi Archana,
Its depends on individual perception, explain your boss how strong u beleive in motivational factors. Ofcourse what ur boss is alos right what is said. We cannot implement what we read in MBA. Motivational factords should based on the realistic not the theory.
Thanks for giving oppertunity for giving to share my views to all.
Regards
Mohhan Reddy.k
1Its depends on individual perception, explain your boss how strong u beleive in motivational factors. Ofcourse what ur boss is alos right what is said. We cannot implement what we read in MBA. Motivational factords should based on the realistic not the theory.
Thanks for giving oppertunity for giving to share my views to all.
Regards
Mohhan Reddy.k
Dear Archna,
I think Paulomi, Bhushan, micoKrish, rkandadai and ragamuffin99 have all put in very salient (good) points.
However, I would like to add my own views :
Firstly, money becomes the main motivator when an individual is genuinely not making enough money to meet his most pressing needs; in such a case, he will keep on changing jobs until he comes to a level where he can relax a little and consider motivational factors other than money; in most cases, he will then settle down and make a change only if another job offers him more motivation (even if it does not offer him more money). This is, of course, assuming that his work output continues to keep pace with the money he earns, and he is worth being retained by the employer. He can also be frank with his employer and tell him why he has to look for another position, and if his employer feels he is good enough, then his money can be enhanced, enough to retain him.
There are youngsters, however, who look only for money - more money - and jump from job to job only because more money is offered in each case; such a person does not care for motivation other than money, and has no staying power. If you try to retain such a youngster by offering him more and more money, you will end up by giving him more money than he is worth - and he becomes unproductive dead wood. Such a person can be easily identified from his past work history, and should not be taken on in the first place; you may realise his motives only after you have employed him; in such a case, do not try to retain him when he mentions he has received a better offer. Let him go.
Paulomi and the others are also right when they say that each individual case is to be viewed in its own light. No generalisations can be made.
Also, from a personal viewpoint, though Maslow et al's theories are very thought provoking, they are only guides, and not to be treated as gospel truth.
I think you have enough matter to be able to convince your Manager that he should keep an open mind, and treat each individual case on its own merits!
Jeroo
From India, Mumbai
I think Paulomi, Bhushan, micoKrish, rkandadai and ragamuffin99 have all put in very salient (good) points.
However, I would like to add my own views :
Firstly, money becomes the main motivator when an individual is genuinely not making enough money to meet his most pressing needs; in such a case, he will keep on changing jobs until he comes to a level where he can relax a little and consider motivational factors other than money; in most cases, he will then settle down and make a change only if another job offers him more motivation (even if it does not offer him more money). This is, of course, assuming that his work output continues to keep pace with the money he earns, and he is worth being retained by the employer. He can also be frank with his employer and tell him why he has to look for another position, and if his employer feels he is good enough, then his money can be enhanced, enough to retain him.
There are youngsters, however, who look only for money - more money - and jump from job to job only because more money is offered in each case; such a person does not care for motivation other than money, and has no staying power. If you try to retain such a youngster by offering him more and more money, you will end up by giving him more money than he is worth - and he becomes unproductive dead wood. Such a person can be easily identified from his past work history, and should not be taken on in the first place; you may realise his motives only after you have employed him; in such a case, do not try to retain him when he mentions he has received a better offer. Let him go.
Paulomi and the others are also right when they say that each individual case is to be viewed in its own light. No generalisations can be made.
Also, from a personal viewpoint, though Maslow et al's theories are very thought provoking, they are only guides, and not to be treated as gospel truth.
I think you have enough matter to be able to convince your Manager that he should keep an open mind, and treat each individual case on its own merits!
Jeroo
From India, Mumbai
Hey Thanks to all wonderful people,
I am glad to recieve such good points to raise to that Manager.
I would like to clarify that this Manager is not fresher and has been working with our organisation for last 16 years, he was the first employee of th company. He has a problem of making his point of view dominatingly implemented.
He is earning a good amount of money, He had a scooter 16 years ago, then it was a bike, then a maruti 800, then he bought Esteem, then he got Honda City and not he has his own Corolla. This shows the Kind of money he makes, nearly a lakh per month and he is just 37.
He is not my Boss, He has given a wonderful team to our company. All the people given to him are doing a fantastic job and developed with time.
But they all are same, they all think that More money brings more motivation. If I give them any logic, it is like Lady does not have much responsibilities to handle and so you wont understand that money is most important for all the needs.
I would surely implement suggestions given by you all, I'll share the results as soon as I get a chance to discuss this with my Colleague(Manager).
Thanks once again.
Cheers
Archna
From India, Delhi
I am glad to recieve such good points to raise to that Manager.
I would like to clarify that this Manager is not fresher and has been working with our organisation for last 16 years, he was the first employee of th company. He has a problem of making his point of view dominatingly implemented.
He is earning a good amount of money, He had a scooter 16 years ago, then it was a bike, then a maruti 800, then he bought Esteem, then he got Honda City and not he has his own Corolla. This shows the Kind of money he makes, nearly a lakh per month and he is just 37.
He is not my Boss, He has given a wonderful team to our company. All the people given to him are doing a fantastic job and developed with time.
But they all are same, they all think that More money brings more motivation. If I give them any logic, it is like Lady does not have much responsibilities to handle and so you wont understand that money is most important for all the needs.
I would surely implement suggestions given by you all, I'll share the results as soon as I get a chance to discuss this with my Colleague(Manager).
Thanks once again.
Cheers
Archna
From India, Delhi
Hi Archana,
I guess u should ask ur manager just one question. If u pay him a CEO's salary or like increase his salary by flat 50%. Will he work as a office boy/ as a car washer/ or in more literate manner will he accept a demotion with a higher salary & work as one of his juniors. I am sure he will have no explanation for this. I think u should try this out.
But this needs to be handled really well & tactfully.
Regards,
Pooja
From India, Pune
I guess u should ask ur manager just one question. If u pay him a CEO's salary or like increase his salary by flat 50%. Will he work as a office boy/ as a car washer/ or in more literate manner will he accept a demotion with a higher salary & work as one of his juniors. I am sure he will have no explanation for this. I think u should try this out.
But this needs to be handled really well & tactfully.
Regards,
Pooja
From India, Pune
We all work to earn money, monitory rewards are highly welcomed. But if our work is not recognized or appreciated we will lose interest in our job and it will have an impact on our output and productivity. Employees could perform well if they know that they get increments and bonuses for their performance but if they are not satisfied with their work environment or not comfortable with their subordinates or if they feel that they are not treated in the right manner, their commitment to the company will be in question. These employees will look for other job opportunities where they have mental satisfaction so that they can gain total job satisfaction and perform well and gain benefits. This might cause the organization to lose a valued employee where a new recruit may not fill that vacancy up to satisfaction of his predecessor
A classic example is, imagine two employees earning the same salary and their performance are neck to neck. But the management always praises and recognizes only one employee due to various reasons. Automatically the other employee’s performance and motivation to work and his performance will drop. The success of the company depends on a group of people’s achievements and not based on an individual’s effort. If there is no team spirit and coordination with co workers, it will effect the growth of the organization. So only monetary benefits cannot motivate and keep an employee happy and satisfied all the time, the intangible benefits also equally plays a major roll of the existence of the employee in the organization and motivating him to give his best and work closely with his subordinates. Managers should over see that the employees are rewarded financially as well as none financially in means of recognition, appreciation and showing their importance of existence.
Motivation, unlike before now has taken a different turn altogether. Motivation used to be a high paid salary with other benefits such as allowance, increments, performance based pay, incentives etc. But in the current day motivation is more than the tangible benefits received by the employee, the intangible benefits which affects the minds of the employee are known to be the motivational factors. The feeling of being wanted by the company, the recognition, the feeling of importance and being appreciated, the interest in the job, the room for growth in the organization, working conditions, subordinates, supervision etc. help lessen the dissatisfaction of the employee.
From Sri Lanka
A classic example is, imagine two employees earning the same salary and their performance are neck to neck. But the management always praises and recognizes only one employee due to various reasons. Automatically the other employee’s performance and motivation to work and his performance will drop. The success of the company depends on a group of people’s achievements and not based on an individual’s effort. If there is no team spirit and coordination with co workers, it will effect the growth of the organization. So only monetary benefits cannot motivate and keep an employee happy and satisfied all the time, the intangible benefits also equally plays a major roll of the existence of the employee in the organization and motivating him to give his best and work closely with his subordinates. Managers should over see that the employees are rewarded financially as well as none financially in means of recognition, appreciation and showing their importance of existence.
Motivation, unlike before now has taken a different turn altogether. Motivation used to be a high paid salary with other benefits such as allowance, increments, performance based pay, incentives etc. But in the current day motivation is more than the tangible benefits received by the employee, the intangible benefits which affects the minds of the employee are known to be the motivational factors. The feeling of being wanted by the company, the recognition, the feeling of importance and being appreciated, the interest in the job, the room for growth in the organization, working conditions, subordinates, supervision etc. help lessen the dissatisfaction of the employee.
From Sri Lanka
Hey guys,
Thank you!
I'm working on all the suggestions given by you all.
I'm happy to have received so many good points, I have startedthis discussion with him today and said some of the points like what if we give ou more money and change your job profile.
He asked me, what can you offer?
I told him may be something like assisting the Sales and Marketing Director. I hope you will be happy wth that as you are getting more moey to give you motivation.
Till now I have not received any answer from him.
I hope it will work.
Thanks again
Archna
From India, Delhi
Thank you!
I'm working on all the suggestions given by you all.
I'm happy to have received so many good points, I have startedthis discussion with him today and said some of the points like what if we give ou more money and change your job profile.
He asked me, what can you offer?
I told him may be something like assisting the Sales and Marketing Director. I hope you will be happy wth that as you are getting more moey to give you motivation.
Till now I have not received any answer from him.
I hope it will work.
Thanks again
Archna
From India, Delhi
Ya money plays major roll of motivation but its nt all. Except money there is manything which can play the roll of good motivation. Motivational factor can be anything but it depends on the need hierarchy of individual. nobody can ignor the theories of motivation but its applicability is depends on the individual & organizational surroundings,culture,need etc.
If ur star performer is nt accepting this things that means he doesnt want to think OUT OF BOX. he believes that he is always right. So, there is need to change his mindset n for that counselling from ur side is needed.
I know that u can do it........ kip it up.best luk
From India, Mundra
If ur star performer is nt accepting this things that means he doesnt want to think OUT OF BOX. he believes that he is always right. So, there is need to change his mindset n for that counselling from ur side is needed.
I know that u can do it........ kip it up.best luk
From India, Mundra
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Motivational Theories.pdf